Your people know what needs to change.
Most of them will never say it to you directly. Mizan gives every employee a safe, genuinely anonymous way to tell the truth, and gives leaders a clear, prioritised plan to act on it.
For organisations of every size, anywhere in the world. Now selecting founding partners, starting in Bahrain.
Why the truth stays hidden
Silence is not the same as satisfaction.
People fear being identified
When a survey asks for an employee number, a login or even a department of five people, honest answers stop. Staff answer the way they think is safe, not the way things are.
Concerns travel through the people they are about
If the only route for a complaint runs through a direct manager, the most important complaints are the ones nobody makes.
Nothing visibly happens afterwards
One survey that leads nowhere teaches a workforce that speaking up is pointless. The next survey gets politer and less useful.
What it costs when nobody speaks
The problems you hear about last are the expensive ones.
Good people leave quietly
Resignations arrive with polite reasons. The real reason surfaced months earlier and never reached anyone who could fix it.
Disputes start outside the building
A grievance nobody heard inside becomes a formal complaint, a claim or a regulator's question, at far greater cost.
Compliance gaps go unnoticed
Unpaid overtime, missed rest days or unsafe practices are usually known on the floor long before they are known in the boardroom.
Leaders plan with the wrong picture
Decisions about pay, workload and promotion are made on what management believes, not on what employees experience.
Why Mizan works
Built so people can be honest, and leaders can act.
Most engagement surveys measure mood. Mizan measures whether the basics of a fair workplace are actually happening, in a way employees trust enough to answer truthfully.
Anonymity that holds up
No names, employee numbers, emails or logins. Each person receives a one-time code at random, and the code is never stored with their answers. Results are only shown for groups of eight or more.
Employees can see this for themselves before they answer, which is why they answer honestly.
Independent, not internal
Mizan sits outside your reporting lines. Your leadership receives findings, never individual responses, and nobody inside the organisation can trace an answer back to a person.
Leaders predict first
Before results are revealed, senior leaders record what they expect employees to say. The distance between belief and reality is often the most useful finding of all, and the hardest to argue with.
Grounded in labour law
Questions are built around the obligations employers already carry: contracts, pay, working hours, leave, safety, dignity, grievance and fair exit. Findings point to specific, fixable practices rather than vague sentiment.
What changes
From findings to a plan your people can see.
Every Mizan assessment ends with owners, deadlines and a date to measure again.
- 30days
Fix what cannot wait
Any serious risk reaches your most senior executive within five working days. Quick, visible actions show staff they were heard.
- 90days
Repair the systems
Managers get practical changes for their own teams: workload, coaching, grievance handling and the gaps each level reported.
- 180days
Measure again
A second assessment shows what actually improved, what did not, and where to focus next.
Leaders get
A clear health score, the issues ranked by urgency, and a comparison of their expectations against reality.
Managers get
Priorities specific to their level, from frontline staff to senior leadership, rather than one generic action list.
Employees get
Proof that speaking up leads somewhere, which is what makes the next conversation more honest.
Who we work with
Any organisation. Any country.
The same ten dimensions apply to every workplace, whatever the sector or size. For each country we map the questions to its own labour law, clause by clause, so findings point to obligations your organisation actually carries. Bahrain is our first market.
- Growing businessesOwners who want to keep good people as they scale, before problems become patterns.
- Large employersMulti-site and shift-based workforces where head office cannot see every floor.
- HR leadersIndependent evidence to support the case for change with the board.
- Groups and investorsA consistent view of workforce risk across companies and countries.
Founding partners
Be one of the organisations that shapes Mizan.
We are selecting a small group of founding partner organisations for our first assessments. You get a full assessment on founding terms. We get your honest feedback and, with your approval, a published case study.
- Full assessment for your whole workforce
- Leadership prediction and gap analysis
- Prioritised 30, 90 and 180 day plan
- Follow-up assessment at six months
- Founding partner fee, agreed on a call
- Direct input into how Mizan develops
Promises you can check before you sign
See exactly what we storeWe will show you the structure of a response record before your assessment starts. It holds no name, code, email or time.
Try it as an employeeTake the survey yourself in demonstration mode and judge whether your people would feel safe answering it.
Read the full methodWe walk your leadership through every question, score and threshold before anything goes to your staff.
Who is behind Mizan
Built by someone who has led people, not just measured them.
Mizan was founded by Prabal Pratap Singh, a people and sales leader with years of experience identifying and fixing the workplace problems that hold teams back.
Leading teams, he saw the same pattern again and again: the people closest to the work knew what was broken long before leadership did, and almost none of them said so. Mizan exists to close that gap, with a method that protects the people who speak and gives leaders something concrete to act on.
Prabal Pratap Singh, Founder | hello@mizanworkforce.com
The method
How an assessment runs.
A typical assessment takes four to six weeks from first conversation to final report. Employees spend about fifteen minutes on the survey.
Agree the scope
Workforce, departments, languages, privacy terms and timeline.
Leaders predict
Senior leaders record their expectations before anyone answers.
Employees answer
Anonymous one-time codes, on any phone or computer, in about fifteen minutes.
Report and plan
Score, rating, gap analysis and a prioritised plan presented to leadership.
Ten dimensions of workforce health
- Contract and role clarity
- Pay integrity
- Working time and rest
- Leave and life events
- Safety and physical wellbeing
- Dignity and fair treatment
- Voice, grievance and discipline
- Security, mobility and exit
- Leadership and management
- Growth and recognition
Each dimension combines factual statements (true or false) with experience statements (agree or disagree), plus a short set of questions specific to each workforce level.
The Mizan rating
No rating is issued if fewer than 60% of employees take part. Serious red flags cap the rating regardless of the overall score, so a high average cannot hide a real problem.
What leadership receives
A report you can act on in one meeting.
This example uses invented data for a fictional company, to show the format. It is not a client result.
Red flag: 1 in 5 employees say they would face negative consequences for raising a concern. Action owner: chief executive, within 30 days.
Questions leaders ask us
Is it really anonymous?
Yes. Employees receive random one-time codes, and no name, employee number, email, phone or device detail is collected. Codes are stored only in scrambled form and are never saved alongside answers. Any group smaller than eight people is combined or hidden in the report.
Will employees actually take part?
Participation rises when people can see the protections for themselves and when leadership commits in advance to share what will change. We help you plan that announcement. A rating is only issued when at least 60% of staff respond.
Do you work outside the Gulf?
Yes. The ten dimensions apply to any workplace. For each country we map the questions to that country's labour law, so findings stay specific and actionable.
Do you share our results with anyone?
No. Your report belongs to your organisation. We never share an organisation's name, score or findings with any authority or third party.
What does it cost?
Fees depend on headcount and the number of sites. Founding partners receive reduced terms. We agree the fee on a short call once we understand your workforce.
How much of our people's time does it take?
About fifteen minutes per employee, once. Senior leaders spend a further ten minutes recording their predictions.
Find out what your people would tell you if they felt safe.
Start with a 20-minute conversation. No preparation needed, and no obligation.